Taney County

Notice of employment opportunities in the County service may be published when at all possible by posting announcements on the Human Resources Department’s website, official bulletin boards, and in such other places as the County Commission, Elected Officials, or Department Heads deem advisable including, as appropriate, a newspaper in general circulation in the area or region or with Missouri Career Source when at all possible.

The announcements shall specify the Position available; the hiring Office or Department; the nature of the work to be performed; the minimum qualifications required for the performance of the work; the time, place, and manner of making application; the closing date for receiving applications; and other pertinent information.

All applications shall be made on forms prescribed by Taney County and shall be filed on, or prior to the closing date specified in the announcement. Applications may require information concerning education, employment experience, references, and other work related information pertinent to the position. All applications shall be signed and the truth of the statements contained therein certified by signature. The hiring Elected Official or Department Head or Human Resources may require such proof of education, experience, and other claims as may be appropriate. Human Resources will share all applications received with the hiring Elected Official or Department Head.

To ensure that applicants for employment meet the requirements and qualifications for an open position, reference checking may be conducted in regards to previous employment; education, and personal references before any offer of employment is extended to an applicant. Results of the applicant’s reference checking from previous or current employers shall be conducted by the Elected Official, and/or Human Resources and shared with the County’s hiring Supervisor for the position in question if assigned.

Outside employment verifications shall be conducted by Human Resources. Responses from Taney County will confirm only dates of employment and position(s) held. In some cases wage rates may be shared, with the former Employee’s permission. The County will not provide any subjective information of any kind unless an act of gross misconduct was committed by the Employee.

Record checks such as criminal and driving records may be conducted upon an offer of employment being extended. Criminal history checks will be performed for positions in the Sheriff’s Office, Prosecutor’s Office, Building and Grounds, Juvenile Services and other security sensitive positions. Criminal history checks may also be performed for all other positions. Employees and applicants may have their applications rejected or be subject to dismissal if a criminal background check reveals a conviction that has a bearing pn the work to be performed for the County, or if they pose a risk of harm or loss to the public. In addition, pre-employment drug testing is required upon an offer of employment. Employment date of hire is contingent upon successfully completing the pre-employment drug test and confirmed as negative before the first day of employment. (See Substance Abuse Policy).

The County Commission, Elected Official, Department Head or Human Resources may refuse to examine an applicant, or, after examination, may disqualify such applicant, remove a name from an eligible list, or refuse to interview an applicant, or may take steps to remove such person already appointed if the applicant or Employee:

1. Does not meet the preliminary requirements established for the pertinent class;
2. Has a physical or mental disability such that the person is unable to perform the essential functions of the job;
3. Tests “positive” on drug tests, is a current user of narcotics or the habitual use of intoxicating liquors in excess;
4. Has made a false statement on an application;
5. Has used or attempted to use political pressure or bribery to secure an advantage in the examination;
6. Has directly, or indirectly, obtained information regarding the examination to which, as an applicant, the applicant was not entitled;
7. Has failed to submit the application correctly or within the prescribed time limits;
8. Has previously been dismissed from a position in the County service or has resigned while charges for dismissal were pending;
9. Has otherwise willfully violated the provisions of these rules;
10. Has established an unsatisfactory employment or personnel record as evidenced by a reference check of such a nature as to demonstrate unsuitability for employment;
11. Has taken a drug test for another employee or allowed another employee to take a drug test for them;
12. Has a criminal history that may expose the public to a risk of harm or loss.

Applications, whether accepted or rejected, shall not be returned and shall remain on file for a period of three (3) years unless hired. Once hired, the application will be transferred to the Employee’s Personnel File.

Employees and applicants may have their applications rejected or be subject to dismissal if a background check reveals conviction of a felony or misdemeanor that has a bearing on the work to be performed for the County or if they pose a risk of harm or loss to the public.